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Range of Instructional Techniques

A Range of Instructional Techniques is discussed in this chapter of Effective HR. The object of this presentation is to understand the different methods of training which are Cognitive, Behavioural and Management Development Program. The presentation is shared by Welingkar’s Distance Learning Division.

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Range of Instructional Techniques

2.
Objectives
• After completing this chapter, you should be
able to:
– Understand the different methods of training —
• cognitive,
• behavioral and
• management development program.

3.
Introduction
• There are various methods of training, which
can be divided in to cognitive and behavioral
methods.
• Trainers need to understand the pros and cons
of each method, also its impact on trainees
keeping their background and skills in mind
before giving training.

4.
Cognitive methods of training
• Cognitive methods are more of giving theoretical
training to the trainees.
• The various methods under Cognitive approach
provide the rules for how to do
something, written or verbal
information, demonstrate relationships among
concepts, etc.
• These methods are associated with changes in
knowledge and attitude by stimulating learning.

6.
Cognitive methods of training
• Lectures:
– It is one of the oldest methods of training.
– This method is used to create Understanding of a
topic or to influence behavior, attitudes through
lecture,
– A lecture can be in Printed or oral form.
– Lecture is telling someone about something.
– Lecture is given to enhance the knowledge of listener
or o give him the theoretical aspect of a topic.
– Training is basically incomplete without lecture.

7.
Cognitive methods of training
• Lectures:
– A good lecture consists of introduction of the
topic, purpose of the lecture, and priorities and
preferences of the order in which the topic will be
covered.
– Some of the merits of lecture method are:
• Less expensive
• Can be reached large number of people at once
• Knowledge building exercise
– Some of the demerits of lecture method are:
• Inability to identify and correct misunderstandings
• Less effective because lectures require long periods of
trainee inactivity.

8.
Cognitive methods of training
• Demonstrations:
– This method is a visual display of how something
works or how to do something.
– In order to be more effective, demonstration method
should be accompanied by the discussion or lecture
method.
– While performing a demonstration, a trainer:
• Demonstrates the task by describing how to do while doing
the task.
• Helps the trainee by focusing their attention on critical
aspects of the task.
• Explains why it should be carried out in that way.

9.
Cognitive methods of training
• Demonstrations:
– The financial costs that occur in the
demonstration method are as follows:
•
•
•
•
Cost of training facility for the program
Cost of materials that facilitate training
Food, travel, lodging for the trainees and the trainers
Compensation of time spent in training to trainers and
trainees
• Cost related to creating content, material
• Cost related to the organization of the training

10.
Cognitive methods of training
• Computer based training (CBT):
– With the worldwide expansion of companies and
changing technologies, the demands for
knowledge and skilled employees have increased
more than ever, which in turn is putting pressure
on HR department to provide training at lower
costs.
– Many organizations are now implementing CBT as
an alternative to classroom based training to
accomplish those goals.

12.
Cognitive methods of training
• Intelligent tutorial system (ITS):
– Uses artificial intelligence to assist in training or
tutoring the participants. In this system, the
trainee learns through his/her own responses.
Features of ITS
5 Components of ITS
Guides the trainees
A domain expert also
called the expert
knowledge base
A text-based system
A trainee model
Evaluates the training program
A scenario generator
An interactive system
A training session manager
Determines the trainee’s level of learning
A user interface

13.
Cognitive methods of training
• Virtual Reality:
– Virtual Reality is a training method that puts the
participant in 3-D environment.
– The three dimensional environment stimulates
situations and events that are experienced in the job.
– The participant interacts with 3-D images to
accomplish the training objectives.
– This type of environment is created to give trainee the
impression of physical involvement in an environment.

14.
Cognitive methods of training
• Virtual Reality:
– Virtual Reality provides trainees with an
understanding of the consequences of their actions in
the work environment by interpreting and responding
to the trainees’ actions through its accessories:
•
•
•
•
Headset — provides audio and visual information
Gloves — provides tactile information
Treadmills — is used for creating the sense of movement
Sensory devices — transmits how the trainees are
responding in the virtual workplace to the computer.
– This allows the virtual reality (VR) system to respond
by changing the environment appropriately.

15.
Behavioral methods of training
• Behavioral methods are more of giving
practical behavioral training to the trainees.
• These methods are best used for skill
development.

17.
Behavioral methods of training
• Games and simulations:
– Games and simulations are structured and
sometimes unstructured, that are usually played
for enjoyment sometimes are used for training
purposes as an educational tool.
– Training games and simulations are different from
work as they are designed to reproduce or
simulate events, circumstances, processes that
take place in trainees’ job.

18.
Behavioral methods of training
• Games and simulations:
– Training games and simulations are now seen as
an effective tool for training because its key
components are:
• Challenge
• Rules
• Interactivity
– These three components are quite essential when
it comes to learning.

19.
Behavioral methods of training
• Role play:
– Role play is a simulation in which each participant
is given a role to play.
– Trainees are supplied with some information
related to description of the
role, concerns, objectives, responsibilities, emotio
ns, etc.
– Then, a general description of the situation, and
the problem that each one of them faces, is given.

20.
Behavioral methods of training
Role Plays helps in
Developing interpersonal skills
and communication skills.
Conflict resolution
There are various types
of role plays, such as:
Multiple Role play
Single Role Play
Group decision
making
Role Rotation
Developing insight into one’s own
behavior & its impact on others.
Spontaneous Role Play

21.
Behavioral methods of training
• Equipment simulators:
– Equipment simulators are the mechanical devices that
necessitate trainees to USC SOC
actions, plans, measures, trials, movements, or
decision processes they would use with equipment
back on the their respective work place.
– It is imperative that the simulators be designed to
repeat, as closely as possible, the physical aspects of
equipment and operational surroundings trainees will
find at their work place.
– This is also called as physical fidelity of the simulation.

23.
Behavioral methods of training
• Behavioral modeling:
– Behavior Modeling uses the innate inclination for
people to observe others to discover how to do
something new.
– It is more often used in combination with some other
techniques.
– In this method, some kind of process or behavior is
videotaped and then is watched by the trainees.
– Games and simulation section is also included
because once the trainees see the videotape, they
practice the behavior through role plays or other kind
of simulation techniques.

24.
Behavioral methods of training
• Behavioral modeling:
– The trainee first observes the behavior modeled in
the video and then reproduces the behavior on
the job.
– The skills that are required to build up are defined
– A brief overview of the theory is then provided to
the trainers
– Then, trainees are given instructions that what
specific learning points or critical behavior they
have to watch

25.
Behavioral methods of training
• Behavioral modeling:
– Then the expert is used to model the suitable
behaviors
– Then, the trainees are encouraged to practice the
suitable behavior in a role play or through any other
method of simulation
– Trainees are then provided with some opportunities
to give reinforcement for appropriate imitation of the
model ‘s behavior
– In the end, trainer ensures that trainees appropriately
reinforces the behavior on the work place

26.
Management development program
(MDP)
• Some of the reasons behind the management
development programs are:
– It is managements’ responsibility of ensuring the
success of the organization.
– It is managements’ responsibility to ensure that the
employees obtain the required KSAs to perform the
tasks. .
– It is the manager who performs several routine duties
as well as handling the exceptions in their own as well
as subordinates’ routine.
– Managers are engaged in varied and brief activities.

27.
Management development program
(MDP)
Management development
method is further divided
into two parts:
On the job training
Off the job training

28.
On the job training
• Some key points of On the Job Training:
– It is done on ad-hoc manner with no formal
procedure, or content.
– At the start of training, or during the training, no
specific goals or objectives are developed.
– Trainers usually have no formal qualification or
training experience for training.
– Training is not carefully planned or prepared.
– The trainers are selected on the basis of technical
expertise or area knowledge.

29.
On the job training
• The procedure of
formal on the job
training program is:
– The participant
observes a more
experienced, knowledge
able, and skilled trainer
(employee).
– The
method, process, and
techniques are well
discussed before, during
and after trainer has
explained about
performing the tasks.
– When the trainee is
prepared, the trainee
starts performing on the
work place.
– The trainer provides
continuing direction of
work and feedback.
– The trainee is given
more and more work so
that be accomplishes
the job flawlessly.

30.
On the job training
• The development of a manager’s abilities can
take place on the job.
• The four techniques for on the job
development are:
– Coaching
– Mentoring
– Job rotation
– Job instruction technique (JIT)

31.
Off the job training
• There are many management development
techniques that an employee can take in off the
job.
• The few popular methods are:
– Sensitivity training
– Transactional analysis

32.
Off the job training
• Sensitivity training
– Sensitivity training is about making people
understand about themselves and others
reasonably.
– This is done by developing in them social
sensitivity and behavioral flexibility.
• Social sensitivity in one word is empathy. It is ability of
an individual to sense what others feel and think from
their own point of view.
• Behavioral flexibility is ability to behave suitably in light
of’ understanding.

33.
Off the job training
• Sensitivity training
Sensitivity Training Program consists of three steps:
1. Unfreezing the old
values
2. Development of
new values
It requires that the
trainees become aware of
the inadequacy of the old
values. This can be done
when the trainee faces
dilemma in which his old
values is not able to
provide proper guidance.
With the trainer’s support, trainees
begin to examine their interpersonal
behavior and giving each other
feedback. The reasoning of the
feedbacks are discussed which
motivates trainees to experiment with
range of new behaviors and values. This
process constitutes the second step in
the change process of the development
of these values.
3. Refreezing the new
ones
This step depends
upon how much
opportunity the
trainees get to
practice their new
behaviors and values
at their work place.

34.
Off the job training
• Transactional analysis
– Transactional Analysis provides trainees with a
realistic and useful method for analyzing and
understanding the behavior of others.
– In every social interaction, there is a motivation
provided by one person and a reaction to that
motivation given by another person.
– This motivation reaction relationship between two
persons is a transaction.
– Transactional analysis can be done by the ego states
of an individual. An ego state is a system of feelings
accompanied by a related set of behaviors.

35.
Off the job training
• Transactional analysis
– There are basically three ego states:
• Child: It is a collection of recordings in the brain of an
individual of behaviors, attitudes, and impulses which
come to her naturally from her own understanding as a
child.
• Parent: It is a collection of recordings in the brain of an
individual of behaviors, attitudes, and impulses
imposed on her in her childhood from various sources
such as, social, parents, friends, etc.
• Adult: It is a collection of reality testing, rational
behavior, decision making, etc.